This essay identifies specific leadership characteristics and skills which contribute in effectively facilitating organizational change in the business arena. It will specifically focus on the start-up phase or the introduction of changes. Examples will also be utilized to illustrate significant points further.
Changes happen to all organizations. However, many organisational changes fail to accomplish what they are meant to: they cost so much that their value is compromised; they take so long that opportunities are missed; or degenerate into chaos, leaving everyone discouraged and confused. What organisational change ultimately requires is that leaders develop not just new skills and knowledge but a whole new way of looking at things. Indeed, in today's organisations, without experiencing and successfully managing a difficult transition, no leader can be effective for very long. That suggests reinventing most models of leadership development. The best leadership development programs implicitly address the challenge of understanding change they are experiential, tailored, to the needs of the leader, and based on delivering real-world results.
The business arena is currently undergoing a modification in terms leadership styles. Most notable is the high acceptance of transformational as opposed to transactional leadership.